167 - Harassment Policy - Spooner

Upon recommendation of the Personnel Committee of the City of Spooner, it is hereby ordained by the City of Spooner Common Council, Washburn County as follows:

That Section 2-5 is amended to add 2-5-11, 'Harassment Policy':

Sec. 2-5-11 HARASSMENT POLICY

This defines the harassment policy of the City of Spooner and Spooner Municipal Utilities.

POLICY:

(a) The most productive and satisfying work environment is one in which work is accomplished in a spirit of mutual trust and respect. Harassment is a form of discrimination, which is offensive, impairs morale, and undermines the integrity of employment relationships and causes serious harm to the productivity, efficiency and stability of our organization.

(b) All employees have a right to work in an environment free from discrimination and harassing conduct, including sexual harassment. Harassment on the basis of an employee's race, color, creed, ancestry, national origin, age (40 and over), disability, sex, arrest or conviction record, marital status, sexual orientation, membership in the military reserve or use or nonuse of lawful products away from work is expressly prohibited under this policy, Harassment on any of these bases. is also illegal under s. 111.31 - 111.39, Wis. Stats.

(c) This policy will be issued to all current employees and during orientation of new employees.

DEFINITIONS:

The following definitions shall be applicable in this policy:

(a) In general, harassment means persistent and unwelcome conduct or actions on any of the bases outlined above. Sexual harassment is one type of harassment and includes unwelcome sexual advances, unwelcome physical contact of a sexual nature or unwelcome verbal or physical conduct of any sexual nature.

GRIEVANCE AND REPORTING PROCEDURE:

(a) Any employee who believes he or she is being harassed, or any employee who becomes aware of harassment, should promptly notify his or her supervisor. If the employee believes that the supervisor is the harasser, the supervisor's supervisor should be notified. If an employee is uncomfortable discussing harassment with his or her supervisor, the employee should contact the City Clerk. Information on your right to file a state or federal harassment complaint is also available from the Personnel Department.

(b) Upon notification of a harassment complaint, a confidential and impartial investigation will be promptly commenced and will include direct interviews with involved parties and where necessary with employees who may be witnesses or have knowledge of matters relating to the complaint. The parties of the complaint will be notified of the findings and their options.

(c) Command and supervisory personnel shall:

(1) Be responsible for monitoring workplace;

(2) Be responsible for reporting instances of harassment in an appropriate manner;

(3) Be responsible for initiating immediate disciplinary action if the situation warrants the same;

(4) Take immediate action to limit the affected employees from any further work contact; and

(5) Immediately advise the City Attorney of any complaints

NON-RETALIATION

(a) This policy also expressly prohibits retaliation of any kind against any employee bringing a complaint or assisting in the investigation of a complaint. Such employees may not be adversely affected in any manner related to their employment. Such retaliation is also illegal under s. 11 1.322(2m), Wis. Stats.

DISCIPLINARY ACTION

(a) The City of Spooner views harassment and retaliation to be among the most serious breaches of work place behavior. Consequently, appropriate disciplinary or corrective action, ranging from a warning to termination, can be expected.